Staffing Function of Management
The managerial function of staffing is managing the organization manpower by means of suitable and active choice, assessment and progression of the employees who fill the desired roles and positions.
According to Theo Haimann, “Staffing pertains to recruitment, selection, development and compensation of subordinates.”
Characteristics of Staffing Function
- It is an important managerial function – Staffing function is the amongst the most critical managerial function along with planning, organizing, directing and controlling. The success of all these managerial functions depend on the workforce which is organized by staffing function.
- It is a pervasive activity – Staffing function is the responsibility of all the managers working in all capacities and in all departments of the business.
- It is a continuous activity – Starting with recruitment to training and development to managing employee expectations to important transfers and promotions, staffing continues throughout the lifecycle and is thus a continued function.
- It is based on efficient management of personnel – Human resources are managed through a system of staffing functions, which should be fair, dynamic and efficient in order to sustain in the long-term.
- Staffing aims at placing right men at the right job – This is done through rigorous recruitment process and selecting the most appropriate candidate for the suitable job positions. Also, promotions should be well thought through and in the direction of long-term vision of the organization.
Steps Involved in Staffing Function of Management
Following is a brief discussion over important steps of staffing:
Human Resource Planning
Human resource planning is basically a quantitative and qualitative assessment of manpower required in an organization. It is the first step in formation of the desired manpower for the organization who would then take care of the business goals and objectives. An important pointer of consideration while planning the recruitment of new talent is to keep in mind expectations of existing employees. An organization cannot afford being unfair to old employees by providing new joiners with any additional opportunity.
Recruitment involves searching prospective candidates through internal portals, external consultants and other means. It also involves reaching the interested candidates and encourage them to apply for the listed roles in the organization. The scientific recruitment methodologies usually deliver higher productivity and better results in comparison to traditional ways of recruiting.
Selection starts with eliminating candidates which seem least promising. Then further drilling down to candidates with capabilities suitable to listed positions.
The chief aim of the process of selection is choosing right type of candidates to fill in various positions in the organization. Selection process should be precise and well-planned to identify right employees for right opportunity.
Placement means introducing the person to the job for which he/ she is selected. It includes taking the employees the required documentation, meeting with concerned departments and people. Now a days, it is common for organizations to provide new joiners with an introductory handbook, which guides them through all the administrative tasks and establish their initial course of action.
Post selecting, it is important to train the employee with the aid of already established personnel training program. Training is becoming a priority for all organizations, especially with the technological developments and changing times.
Trainings programs are usually customized according to the audiences, distinguishing their content based on employee level, department, technical capacities.
A sound staffing policy calls for the introduction of a system of planned promotion in every organisation. If employees are not at all having suitable opportunities for their development and promotion, they get frustrated.
Each and every employee should be given to understand the various promotion routes/possibilities and the attendant facilities that are made available in the form of training programmes, orientation schemes, etc., to achieve the same.
Promotion involves upgrading an employee to a higher and more responsible position with increase in rank, status and responsibilities. Generally, increase in pay is also accompanied with promotions.
Transfer is basically movement of an employee from one location or role to another generally not accompanied with increase in pay, status or responsibilities.
It is responsibility of the organization to develop and groom their employees to make them fit for higher roles. Appraisal of employees is basically about efficiently tracking subordinate’s performance. The main objective of performance appraisal is to improve the efficiency of the organization by attempting to mobilize the best possible efforts from individuals employed.
Determination of Remuneration
Remuneration remains the most difficult and complex function of the personnel department since there are no definite or exact means to determine the correct wages. Remuneration still forms the primary motivation behind every job position. Also, it is very difficult to standardize the wages at different employee levels. Now a days, relative salaries are compared with suitable peer companies/ competitors in order to determine standardized wages.